Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
Performance Evaluations
In any sector, it is important to conduce performance evaluations to ensure worker productivity and to assess what changes, if any, need to be made to process or administration. According to Lawrence (2004), performance evaluations are important "to monitor employees' performance, motivate staff and improve company morale," (p. 1). Ironically, though, most employees dread evaluations because they can be stressful. The best way to create stress-free performance evaluations is to be clear about the objectives and parameters of the evaluation, prepare fully, and solicit employee input (Miller-Merrell, n.d.).
It is important to set goals and objectives for the company for obvious reasons: the company needs to meet its objectives and employees are integral in fulfilling that aim. In law enforcement, as well, setting goals and objectives establishes role clarity and helps maintain a high standard of performance. Performance evaluations help employees know exactly what is expected of them, while allowing for individual differences...
Not all employees will approach a problem in the same way. Performance evaluations measure the outcomes, not the methods. Occasionally, the evaluations measure the methods but only when ascription to specific methodologies is absolutely necessary.
Performance evaluations are like any assessment or barometer of progress. They are critical to ensuring goals and outcomes are being met. Human resources will need to know if job descriptions or roles need to change, or if there needs to be a more severe shaking up of personnel. Managers need to have quantitative feedback related to their employees, rather than relying on subjective impressions, which can be biased. On this count, performance evaluations are of strong benefit to the employees as well as to the employer. Quantitative evaluations offer unbiased feedback. Some performance evaluations will be qualitative, but they do allow for the input of employees and colleagues too. When managers receive the feedback, they can offer constructive criticism and…
References
Lawrence, P. (2004). The importance of having a performance appraisal program. The Trusted Professional 17(4): Retrieved online: http://www.nysscpa.org/trustedprof/1104/tp29.htm
Miller-Merrell, J. (n.d.). Why are performance reviews important? Do they really work? Retrieved online: http://blog.eskill.com/important-performance-review/
Managers and Performance Evaluation The fact that so many managers dislike performance evaluation is as old and common as human nature itself. Performance evaluation is so disliked by so many because it requires that one take a long and hard look at oneself and engage in the process of problem-solving and making changes. Finding solutions and making changes are two of the most difficult challenges to face human beings because it
As a consequence, investors may suffer. Importance of the Study It is necessary and pertinent to discuss the importance of any study, and this particular study is important to many people across many countries. Not only does it have importance for people who are trusting people with their pension and hedge funds in Germany, but it also has importance for people who are considering a career working with these funds and
Value of Performance Evaluations Some people think of the performance evaluation as little more than a waste of time. They believe that given that they are mandatory and generally completed in a relatively short period of time, performance evaluations fail to capture an employee's true performance or give the employee meaningful feedback that would enable him or her to improve performance. As a result, many have suggested that the performance
Performance Management A comparison case studies practices organisations United Kingdom. You choose specifically focus performance management (PM) high performance working (HPW). Research choose organisations high performance work (HPW) practices. Performance management is a process-centric, holistic approach to company's decision making process that is intended to improve the company's capability and to manage its performance at all levels by combining stakeholders, customers, managers, and suppliers. Many companies rely on performance management to improve
Performance of state owned enterprises in Nigeria reflects the necessity of studying this issue. It seems that in most countries, the performance in public management is more difficult to evaluate in comparison with the private sector. This is because in the case of private companies performance is reflected in their sales volume, in their incomes level, in their production ability, and other indicators. But public entities do not produce, sell,
Performance Appraisal Causes of Performance Appraisal Steps Leading to Performance Appraisal Performance Appraisal Data Analysis and Interpretation This research paper aims to conduct a study regarding the effectiveness of performance appraisals and the issues accompanying performance appraisals. PERFORMANCE APPRAISAL Performance appraisal" is a term used for evaluating performance of employees in an organization. The purpose behind performance appraisal is firstly, to rate an employee's performance on the job. Secondly, these appraisals are conducted to determine whether employees